Barbara Bruno, President, Good as Gold Training, HRSearch Inc.

It can be very frustrating to identify an outstanding candidate who is not willing to share the pertinent information you need. When this happens you have two choices:

1. Walk away and recruit another candidate
2. Develop rapport and trust with this candidate

When you first interview a candidate, you are a total stranger they don’t trust. If they are truly top talent, chances are they have been contacted by other recruiters and may not have had a positive experience. Think for a moment about the questions you are asking this complete stranger. You are probably asking them for information they don’t share with their family or closest friends.

There are five steps that will escalate rapport and trust:

Step One – Share Your Company Culture

Job satisfaction is at an all-time low. As a result, a desirable company culture is becoming more important in the decision making process of job seekers. It’s important that you differentiate your opportunity and company from your competition. Share specific examples or testimonials from your current employees. Share articles written about your company that highlight the desirable culture and work environment of your company.

Step Two – Share Expectations Showing the WIIFM

Job seekers are very confused by the hiring process. To alleviate this confusion, provide expectations in writing including:

• What they can expect from you
• What you expect from them (showing them the WIIFM)

This will greatly improve communication and help you attract top talent to your company.

Step Three – Obtain Paperwork Upfront

It is important to explain why filling out your paperwork will benefit the job seeker. Never work off a resume which provides you with limited information. You need information that will help you identify their hot buttons. Completed paperwork determines if you will conduct an interview or screen them out. You do not want to waste your time interviewing job seekers who do not have the experience, skills or stability that your hiring managers want to hire.

Step Four – Fine Tune Your Listening Skills

Let your candidates know you want to understand what is most important to them. Share success stories that will increase their level of interest in your opportunities. Try to listen at least twice as much as you talk and write down what they say. As you work with this individual you want to quote them.

Uncover Reasons to Motivate Your Candidate to Change

The following details will uncover the hot buttons of your candidate, as well as what offer they will accept:

1. Accomplishments and impact on past employers

• Past performance is a good indicator of future performance.

2. Five things they would change about their current employer

• This is the real reason they are considering a job change. If the answer is only money and advancement they may accept a counteroffer.

3. Five words that describe them

• The answer to this question often reveals their level of self-esteem.

4. Why a hiring authority should hire them vs. their competition

• This shows you their ability to sell themselves.

5. Why they have made job changes in the past and what must be there for them to make a change today

• People are creatures of habit. Past habits will give you insight into future decisions.

You must also consider the fact that it could be your fault that job seekers are withholding information from you. Please answer the following questions:

• Do you multitask while conducting interviews?
• Do you talk more than 30% of the time during conversations with your candidates?
• Do you have a specific job in mind for your candidates?
• Do you sell your opportunities too hard during interviews?

If you answered yes to any of these questions, your candidates might not feel confident in your ability to represent them. They also might not feel like you are concerned about what is in their best interest.

Barb Bruno, CPC, CTS is one of the most trusted experts, speakers and trainers in the Staffing and Recruiting Profession. Barb has spent several years helping Owners, Managers and Recruiters increase their Sales, Profits and Income with her top-rated web based training Course, the Top Producer Tutor.